An Assessment Of Employees' Perception Of Performance Appraisal: A Case Study Of The Department Of Immigration - Nairobi

Abstract

Many organizations are faced with various challenges as they endeavor to gauge and improve employee performance .Organizations overall performance is affected by the individual and group performance of its employees. Performance Appraisal System (PAS) is a critical component of the overall human resource management function in the public service. It is predicated upon the principle of work planning, setting of agreed performance targets, feedback and reporting and is linked to other human resource management systems and processes including staff development. The main purpose of the study was to assess the perception of performance appraisal in the Department of Immigration with emphasis on its Headquarters in Nairobi and Jomo Kenyatta International Airport. The study highlighted various issues such as scope of application, highlights of the old system, implementation of the new system of appraisal, training on performance appraisal and its effects ,advantages and shortcomings of appraisal including of the form GP 247,appraisal interviews, feedback and the relationship between appraisal and performance, motivation and reward or sanction management. The research methodology was descriptive with a sample of 158 employees drawn from four stratums, namely the Heads of Departments, Immediate Supervisors, Officers other than Heads of departments in each grade and other supervisors and staff. The study findings revealed that though performance appraisal on paper was built on solid principles, its implementation falls short and greater sensitization was required work to harness its full potential.